“Women are often forced to choose between their health and their careers”
With research showing that women are dropping out of the workforce due to health conditions[1], Peppy Health’s Dr Mridula Pore explores why supportive workplaces aren’t just good for women, they are better for businesses too.
Key takeaways:
- Research shows that 32% of women aren’t receiving enough employer-led support for their health issues.
- “Women are often forced to choose between their health and their careers,” says Dr Mridula Pore, CEO and Co-Founder of Peppy Health.
- Employers have an opportunity to raise awareness and education of women’s health challenges through training, workplace policies and leadership storytelling.
Whether it’s physical, mental, social or financial wellbeing, the health of UK workers continues to be a pressing challenge for many employers.
And while employee wellbeing matters throughout the year, women’s health stands out as an area where businesses need to provide stronger and more consistent support.
According to data, 15% of women have reported having to change to part-time work, and 14% have had to quit work due to women’s health conditions[1].
The potential cost and talent implications for employers are huge yet, despite this, 32% of women said that they aren’t receiving enough employer-led support for their health issues[1].
The momentum around this issue appears to be growing, with the Government launching gender pay gap and menopause action plans – as part of additions to the Employment Rights Act 2025 – to help employers better support women at work.
From April 2026, employers with 250 or more employees can voluntarily publish menopause and gender pay gap action plans[2], with the Government aiming to make reporting mandatory in 2027[3].
Bridget Phillipson, MP, the Secretary of State for Education and Minister for Women and Equalities, said: “...We’re acting to empower women at work, and work with business so we all benefit from unleashing women’s talents,” she added[2].
“Women should not need to choose between their health and their careers”
“We constantly hear from women struggling with the burden of managing their own health alongside the care of family members – whether it’s a spouse, children, or elderly relatives,” says Dr Mridula Pore, CEO and Co-Founder of Peppy Health – a Vitality partner and digital health app providing women’s and men’s health support.
“Women want to stay in work, but the lack of timely, easy access to care makes it daunting,” she adds. This lack of access is not just impacting individuals; it’s having a profound impact on employers too.
According to data, 67% of women – aged 40 to 60-years-old in employment – with experience of menopausal symptoms said it had a mostly negative impact on them at work[4].
Additionally, for those on a fertility journey, 39% have left, or considered leaving, while undergoing fertility treatment challenges[5].
“Without proactive clinical support, women are often forced to choose between their health and their careers,” she says. As Dr Mridula sees it, when specialist support is unavailable, “it translates into real costs for organisations” with absenteeism and presenteeism key examples of this.
According to Vitality’s Britain’s Healthiest Workplace report, in 2023, the average UK employee lost the equivalent of 49.7 days of productive time due to absenteeism and presenteeism[6].
Productivity losses aside, Dr Mridula adds that a lack of support can also have an impact on senior leadership pipelines. For example, if high-performing individuals are leaving the workforce, businesses may face challenges when it comes to developing the talent they need for the future.
Raising awareness of women’s health challenges
Ensuring that the conversation around supporting women in the workplace remains always-on is not only the right thing to do, but it also helps employers to remain relevant, competitive and retain employees.
When it comes to raising awareness of female health challenges and providing resources and support to their employees, employers can play an active role.
Awareness days may provide a timely opportunity for discussions, but this must be underpinned by workplace training to ensure that “reasonable adjustments are acknowledged and integrated into daily operations”.
Improving education in the workplace is also crucial yet research has found that just eight per cent said that their employer offered training on menopause and mental health[7].
Additional data has found that only 19% of employers provide training to managers on supporting colleagues undergoing fertility treatment[5].
Policies and procedures – which provide clarity on expectations for individuals, managers and HR – as well as storytelling from senior leaders can back up any formal training that is offered. “When leaders share their own experiences, it reduces stigma and helps build trust,” Dr Mridula adds.
Support offered by providers such as Peppy, which Vitality Business members have access to, can also give employees access to clinician-led education, topical articles, webinars and fitness sessions on topics such as the menopause.
"Women want to stay in work but the lack of timely, easy access to care makes it daunting."
Mridula Pore, CEO and Co-Founder, Peppy Health
Aside from providing high-impact benefits such as clinical support, Dr Mridula explains that inclusive infrastructure – from fair pay to promotion transparency and education – is essential for continually supporting women at work.
“When we foster a culture where leaders understand these challenges, we move away from a ‘fix the women’ mindset to ‘fixing the workplace’ to be truly inclusive of everyone's biological and life realities,” she says.
Why daily lifestyle support is essential for women’s health
At an organisational level, there are policies, processes and wellbeing initiatives that employers can put in place to support women with key health challenges.
But Dr Mridula says it’s important that the topic of women's health isn’t “pigeonholed into issues relating solely to female anatomy”.
“What often gets forgotten are the diseases that disproportionately affect women, such as autoimmune conditions, or those that present differently in women, like cardiovascular disease,” she adds.
“The majority of healthcare starts when we get ill,” Dr Mridula continues. “However, there are common and highly predictable episodes in our lives when we are not necessarily ‘ill’, but our health is vulnerable. This includes fertility journeys, being a new parent, the menopause and more.”
Women’s health in ‘crisis’?
A 2024 report from Vitality found that less than one in four women (23%) are completing the recommended 150 minutes of moderate exercise per week[8].
The research identified that women across all ages groups were falling below the recommended levels of activity per week: 20% of women aged 20-39, 27% aged 40-59, and 23% aged 60-79 reach this goal[8].
Time constraints and demanding work schedules are consistent barriers for women under the age of 50 (79%)[8]. This is accentuated for women with childcare responsibilities (83%)[8].
“Traditional healthcare often relies on once-yearly check-ups, but managing these conditions requires a ‘clinical companion’ – ongoing support for daily lifestyle choices,” she adds.
Employers can support their staff by giving them access to holistic health and wellbeing interventions that focus on proactively keeping someone well, rather than just when an illness has arisen.
Through Vitality, alongside private medical insurance, employees get access to a range of tools and services that support their everyday health needs.
Whether it’s a virtual GP service, mental health support, access to vital screening services or health support through providers like Peppy, this ensures individuals have access to healthcare when they need it.
This, combined with tools to help employees maintain healthy habits and prevent illness in a way that fits into their lifestyle, not only helps the workforce – it will benefit the business too.
[1] It pays to support women’s health in the workplace, The Guardian, November 2025
[2] Government launches landmark gender pay gap and menopause action plans to help women thrive at work, Gov.uk, March 2026
[3] Employment Rights Act 2025, Acas
[5] The impact of fertility challenges at work, Fertility Matters at Work Report, November 2025
[6] 10 years of Britain’s Healthiest Workplace: the changing face of the UK at work, Vitality, 2025
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